Simplification is the name of the game
The previous BEN family leave policy offered 10 weeks of leave for primary caregivers and two weeks for non-primary caregivers—but like many leave policies in the country required a combination of employee PTO and short-term disability to extend that time.
The new policy, which rolls out this month, provides primary caregivers who’ve worked for the company for more than one year with 16 weeks of leave—without having to use any PTO—plus four transition weeks, during which time employees are able to work from home as needed. Non-primary caregivers receive four weeks and also have the option to take an additional four transition weeks.
“It was one of the most simplified, generous and competitive policies I’ve had the pleasure of rolling out in my career,” says Urdang. “You don’t have to dip into vacation time, and you don’t have to dip into your sick time, which is really important to new parents after the birth of their child.”
The policy extends to adoptions and foster parents as well.
“I’ve worked for companies where they’ve had different adoption policies, and that’s woefully inadequate,” adds Urdang.
A policy for all—not just new parents
This new policy is a big step forward for BEN, but they’re not stopping there.
“As we get bigger, we want to figure out how we can do this even better,” Butler says.
If four weeks of transition time—on top of paid leave—isn’t enough of a testament to BEN’s innovation and people-first values, the company is also codifying its support for employees most affected by colleagues who take parental leave.
“We realized when someone is taking leave, you see other people shine,” explains Butler. “And it can be stressful for teams when people take off, especially if they have a pivotal role in our organization.”
To address this, BEN is implementing a new discretionary step-up bonus for team members directly affected by parental leave, rewarding additional work they’re doing.
The year ahead
According to Butler and his team, implementing these policies is only the first step. The company will also strongly encourage leadership to take full advantage of the new family policy, as a way to minimize the negative stigma attached to taking time off work.
“And that includes me as well,” says Butler.
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December 21, 2019 at 01:56AM
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Why BEN's CEO overhauled his company's family leave policy - AdAge.com
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